Individual and organizational performance concerns
Generational differences in career motivation and work life expectations
Desire to improve employee retention of high-talent workers and protected class workers
Emerging need to retain older workers
Other business conditions that are driving organizations to establish systematic succession programs ?
Population Trends Source : Poulos, S., & Nightingale, D. The Aging Baby Boom: Implications for and Training Programs . Washington: The Urban Institute. http://www.urban.org/aging/abb/agingbaby.html#exhII1 Prepared under contract for the U.S. government.
Population Trends Source : Poulos, S., & Nightingale, D. The Aging Baby Boom: Implications for and Training Programs . Washington: The Urban Institute. http://www.urban.org/aging/abb/agingbaby.html#exhII1 Prepared under contract for the U.S. government .
Workforce Planning is anticipating human capital needs and assuring you have the human resources to operate effectively. At time of first implementation, it usually means quantitative measures.
Succession Planning speaks more to individuals with certain attributes, qualities and abilities capable of taking over specific role responsibilities as they become available. It speaks to both quantitative and qualitative measures.
Workforce and Succession Management assumes a continuing effort to prepare people for the future through their daily work. It is not a one-time-a-year activity.
Workforce and Succession Management is the process that helps ensure the stability of tenure of personnel. It is perhaps best understood as any effort designed to ensure the continued effective performance of an organization, division, department or work group by making provision for the development, replacement, and strategic application of key people over time.
Keeping It Simple Step 1: Make the Commitment Step 7: Evaluate the Program Step 6: Close Developmental Gaps Step 2: Assess Present Work Requirements Step 3: Evaluate Current Performance Step 4: Determine Future Work Requirements Step 5: Assess Potential
In order to ensure that our succession plan becomes an inherent part of TYC culture, active participation from all levels of our organization is essential. This includes management and employees, with HR acting as facilitator .
The Texas Youth Commission must be committed to preparing our staff for future key positions in the agency by offering appropriate training and development opportunities.